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Human resources for health in Peru: recent trends (2007-2013) in the labour market for physicians, nurses and midwives
- Source :
- ESAN-Institucional, Universidad ESAN, instacron:ESAN, Human Resources for Health, CONCYTEC-Institucional, Consejo Nacional de Ciencia Tecnología e Innovación Tecnológica, instacron:CONCYTEC, Human Resources for Health, Vol 15, Iss 1, Pp 1-7 (2017)
- Publication Year :
- 2017
- Publisher :
- BioMed Central, 2017.
-
Abstract
- Background Most analyses of gaps in human resources for health (HRH) do not consider training and the transition of graduates into the labour market. This study aims to explore the labour market for Peru’s recent medical, nursing, and midwifery graduates as well as their transition into employment in the Ministry of Health’s (MOH) system. Methods Data from four different datasets, covering 2007–2013, was used to characterize the patterns of recently trained physicians, nurses, midwives, and postgraduate-trained physicians that enter employment in the MOH system, and scenario analyses were used to describe how this rate of entry needs to adapt in order to fill current HRH shortages. Results HRH graduates have been increasing from 2007 to 2011, but the proportions that enter employment in the MOH system 2 years later range from 8 to 45% and less than 10% of newly trained medical specialists. Scenario analyses indicate that the gap for physicians and nurses will be met in 2027 and 2024, respectively, while midwives in 2017. However, if the number of HRH graduates entering the MOH system doubles, these gaps could be filled as early as 2020 for physicians and 2019 for nurses. In this latter scenario, the MOH system would still only utilize 56% of newly qualified physicians, 74% of nurses, and 66% of midwives available in the labour market. Conclusion At 2013 training rates, Peru has the number of physicians, nurses, and midwives it needs to address HRH shortages and meet estimated HRH gaps in the national MOH system during the next decade. However, a significant number of newly qualified health professionals do not work for the MOH system within 2 years of graduation. These analyses highlight the importance of building adequate incentive structures to improve the entry and retention of HRH into the public sector.
- Subjects :
- health care delivery
purl.org/pe-repo/ocde/ford#3.03.05 [https]
Public Administration
country
Nurse Midwives
Nurses
doctor nurse relation
midwife
Health administration
0302 clinical medicine
Pregnancy
Business & Economics
Peru
Medicine
030212 general & internal medicine
health service
purl.org/pe-repo/ocde/ford#5.02.04 [https]
Social policy
lcsh:R5-920
physician
lcsh:Public aspects of medicine
medical specialist
Public sector
Health services research
Labour market
3. Good health
female
Incentive
8. Economic growth
Workforce
Female
supply and distribution
lcsh:Medicine (General)
Graduation
trends
Employment
health care personnel
Health Personnel
030231 tropical medicine
nurse
Midwifery
nurse midwife
Human resources for health
03 medical and health sciences
motivation
Nursing
manpower
Physicians
Humans
human
Human resources
Developing Countries
doctors
purl.org/pe-repo/ocde/ford#5.06.02 [https]
Health Services Needs and Demand
Motivation
Public Sector
postgraduate student
business.industry
Research
market
developing country
Public Health, Environmental and Occupational Health
lcsh:RA1-1270
Health Care Sciences & Services
Human resource management
business
Delivery of Health Care
Subjects
Details
- Language :
- English
- ISSN :
- 14784491
- Database :
- OpenAIRE
- Journal :
- ESAN-Institucional, Universidad ESAN, instacron:ESAN, Human Resources for Health, CONCYTEC-Institucional, Consejo Nacional de Ciencia Tecnología e Innovación Tecnológica, instacron:CONCYTEC, Human Resources for Health, Vol 15, Iss 1, Pp 1-7 (2017)
- Accession number :
- edsair.doi.dedup.....fae991d0fa5f0169bcb44694f5d272e8